Clinician Recruitment & Retention: Ideas and Solutions for Today’s

Challenges

NWRPCA Spring Conference May 14, 2016

Cast of Characters Allison Abayasekara, MA Association of Clinicians for the Underserved

Pamela Byrnes, MS, PhD John Snow, Inc.

Michelle Varcho, MBA 3RNet

The Fun Awaits

STAR Center Resources and Data Recruitment Factors and Marketing

Retention Issues and Solutions

Association of Clinicians for the Underserved

ACU ACU is a nonprofit, transdisciplinary organization of clinicians, advocates and health care organizations

united in a common mission to improve the health of America’s underserved populations and to enhance

the development and support of the health care clinicians serving these populations.

STAR² Center

Solutions, Training, and Assistance for Recruitment and Retention

www.chcworkforce.org

Partnership: PCAs, PCOs, BPHC

Current Resources Self

Assessment Tool

Best Practice Form

Newsletter Data Profiles!

2016 Training •Hot Topics Monthly Webinar

Series

•R&R Issues Video Tutorials

•PCA Conferences State & Regional Trainings

•PCAs, CHCs, Clinicians Advisory Groups

• Phone • Email • On-Site

Personalized Technical Assistance

Individual R&R Profiles

55 data points from 13 data sets

Using data to identify workforce need

Blue Flags

• Review User Guide

Context

• Why is this number this way?

Solution

•Possible problem and solution

Data Analysis

Special Pops

Regions States

State Flag Rate

• Review User Guide

Context

• Why is this number this way?

Solution

•Possible problem and solution

www.3RNet.org

Factors to Market Your Community Health Center Accessing Strengths/Challenges, Community Marketing, and Finding Solutions

NWRPCA Conference May 14, 2016

Michelle Varcho

Director of Education Outreach-3RNet Varcho@3rnet.org

www.3RNet.org

How do we market for providers?

• High Salaries? • Loan Repayment? • Hunting and fishing? • Is an advantage, still an advantage, when most everyone

offers it? • What factors make ourselves stand out from our

competitors?

www.3RNet.org

What factors matter?

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Geographic • Schools • Climate • Perception of Community

• Spousal Satisfaction

Economic • Loan Repayment

• Competition • Part-time Opportunities

• Signing Bonus

Scope of Practice • Teaching • Mental Health • Obstetrics • Administration Duties

Medical support • Nursing Workforce

• Call/practice Coverage

• Perception of Quality

• Specialist Availability

Facilities and Community Support • EMR • Welcome & Recruitment

• Televideo Support

• Plan for Capital Investment

www.3RNet.org

Where did these factors come from? • Idaho Family Medicine Residency

– Dr. Dave Schmitz – dave.Schmitz@FMRIdaho.org

• Boise State University – Dr. Ed Baker – ebaker@boisestate.edu

© 2016 3RNet May 2016 | 32

www.3RNet.org

Geographic Factors

• How does geography make CHC recruiting different? – Have you ever used “town has a grocery store” as a selling point in an

urban area? • Sample factors: schools, shopping and other services, spousal

satisfaction • What types of candidates do strengths in these factors matter to?

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www.3RNet.org

Example – Geographic Factors • Access to a larger community

– Advantage: Loan repayment, outdoors, and 40 miles to a large city. – Challenge: No specialty shopping/restaurants, 2 hours to large city on tough

roads – Solutions: shared transportation, weekend scheduling, online options, bring

services to you • Despite geography, how can we get providers what they need?

© 2016 3RNet May 2016 | 34

www.3RNet.org

Economic Factors • How does compensation make CHCs different?

– Its all about quality of life/compensation balance • Sample factors: loan repayment, salary, competition • What advantages do CHCs have economically?

© 2016 3RNet May 2016 | 35

www.3RNet.org

Example – Economic Factors • Part-time Opportunities

– Advantage – flexible, offer part time – Challenge – need full time – Solutions – job sharing, multiple recruits

• Can CHCs offer the flexibility newly trained physicians are looking for?

© 2016 3RNet May 2016 | 36

www.3RNet.org

Scope of Practice Factors • What are we asking our physicians to do?

– Clinic, OB, GYN, impatient, mental health, supervise NPs/PAs, and administration?

• Sample factors: OB/Office GYN, mental health, teaching • Offer, but don’t require • What advantages do CHCs have in SoP over CAHs?

– OB/C-sections? – ER coverage? – Impatient? – Nursing home?

© 2016 3RNet May 2016| 37

www.3RNet.org

Example – Scope of Practice Factors

• Mental Health – Advantage – not required, specialists available – Disadvantage – isolated, lack of referral options – Solutions – telehealth, allied providers, psych NPs

• What do physicians want to do?

© 2016 3RNet May 2016| 38

www.3RNet.org

Medical Support Factors • How is a physician’s practice supported in CHCs?

– Team based care? I’m the only provider here! • Sample factors: Specialist availability, pharmacy, language support • Relationship with other facilities? • Trained in urban, practicing in rural • Onsite, virtual, traveling

© 2016 3RNet May 2016 | 39

www.3RNet.org

Example – Medical Support Factors • Specialist availability

– Advantage: onsite, visiting, or virtual access – Disadvantage: no access – Solutions: telemed, partner relationships, professional contacts

• How can we make sure physicians don’t feel isolated?

© 2016 3RNet May 2016 | 40

www.3RNet.org

Hospital and Community Support Factors • How does the community support the physician?

– Cookies at the doorstep, urban vs rural • Sample factors: CHC leadership, EMR, moonlighting opportunities, welcome

and recruitment program • A CHC physician is greatly appreciated, and often a pillar of the community

© 2016 3RNet May 2016 | 41

www.3RNet.org

Example: Hospital and Community Support Factors • Physical plant and equipment

– Advantage: nice facility, good technology – Disadvantage: older facility, lack equipment – Solutions: plans for capitol investment, fundraising, candidate as

champion • Why is it important for candidates to feel valued?

© 2016 3RNet May 2016| 42

www.3RNet.org

So what does this mean?

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• What do physicians want? • It depends.

• By knowing your strengths, you can target specific groups of physicians those strengths are desirable to

• If your strengths don’t align with your ideal, changes must be made

Scope of Practice

Salary Outdoors Call Schedule

Loan Repayment

Services Physical Plant

Part Time

Telemed

CHC 1 X X X X X X X CHC 2 X X X X X X CHC 3 X X X X X X CHC 4 X X X X X X X

www.3RNet.org

Takeaways: • Recruitment is a process • Leverage collaboration

– 3RNet, SORH, PCO, PCA • Identify and communicate strengths • Invest in challenges • 3RNet Manual/Factors book

© 2016 3RNet May 2016 | 44

www.3RNet.org

Thanks for coming…

–Questions ????

© 2016 3RNet May 2016 | 45

Clinician Recruitment & Retention: Ideas and Solutions for Today’s

Challenges

NWRPCA Spring Conference May 14, 2016

Today’s Questions What’s happening with retention?

What data can I use to understand retention?

What are some potential solutions for my retention challenges?

Retention in Health Care

Costs of Turnover

Separation Recruitment Onboarding Engagement

Reasons for Turnover Location

Finances

Administration

Burnout

Clinician Burnout

Clinician Burnout

Clinician Burnout Time Pressure

Lack of Teamwork

EHR

Work-Life Imbalance

Frustration with Leadership

Challenging Patient Pop

Clinician Burnout

High Turnover

Unstable Workforce

Retention Metrics

Internal Retention Metrics

Turnover Rates

Resignation Rates

Staff Satisfaction

Workforce Age Etc.!

Strategic Planning

Internal Surveys

External Surveys

HR Functions

Recruitment

Retention

Mission Benefits

Culture Career

Retention

Mission Engagement

Engagement

Onboarding

Recruitment

Mission: Recruitment Needs Assessment

Unconventional Sourcing

Interviewing

Mission: Onboarding

Mentorship

Check-Ins

Connections

Mission: Engagement Volunteer Opportunities

Community Relationships

Sabbaticals

Benefits

Asse

ssm

ent

Work-Life Balance

Finances

Recreation

Benefits: Work-Life Balance Flex Hours

Limited Call

Child Care

Benefits: Finances

Financial Planning

Mortgage Assistance Transportation

Benefits: Recreation Concierge Services

Discounts

Vacation

Culture

Leadership

Development Recognition

Culture: Leadership Managers

Assessment

Communication

Culture: Development Non-Work Interactions

Personal Development

Education

Culture: Recognition

Individuals Teams Opportunities

Career Growth

Training

Financial Support

Special Projects

Career: Training

Counseling On-Site

Relevant

Career: Special Projects

Networking Teaching Research

Career: Financial Support

Tuition Associations

Resources

Work Groups

• 703-562-8820 • aabayasekara@clinicians.org

Allison Abayasekara

• 844-ACU-HIRE • info@chcworkforce.org STAR² Center